the key parts of a good onboarding process

A good onboarding process has a lot of parts that usually need to be juggled simultaneously. This is why it’s so important to have a solid procedure in place.

When creating the onboarding process for your organization, you have to make sure that you have covered five key areas: compliance, logistics, management, training, and cultural engagement.

Your organization may require additional items that are particular to your business or industry as well.

COMPLIANCE

Legal compliance and compliance with your organisations’ rules, can often be completed remotely, and in large part before the new employee’s first day in the office:

  • Contracts of employment
  • Informing HMRC of the new employee and their tax code
  • Reading company policies
  • Health & Safety training
  • Any other legal requirements relevant to your business (e.g. non-disclosure agreements)

 

LOGISTICS

Logistics are the basics that mean your new employee can turn up at the right place in order to do their job:

  • Locations and directions, so they know where to go
  • Ensuring ease of access if the employee has a disability Locating their desk
  • Setting up their phone
  • Providing a computer or helping them set up their own device for your systems
  • Giving them internet access
  • Getting them set up for payroll
  • Giving them access to any specific systems that you use in the business

 

MANAGEMENT

With good management, you’re not just allowing the new hire to do their job, you’re supporting them to get it right more quickly. This is where the hiring manager really gets involved:

  • Providing relevant company and team information, like what you do and how you do it
  • Setting up the new employee to use the company and team processes
    (e.g. booking meeting rooms or booking holiday)
  • Setting objectives and goals for 30, 60, 90 days so the new hire knows where to focus
  • Adding the new employee to the company holiday calendar, and letting them know when they can start using their allocated time off

 

TRAINING

The majority of employees will need some training on arrival, so it’s best to consistently provide new employees with learning opportunities that will bring them up to speed quickly:

  • Introduce your learning processes, systems and policies, so the new hire knows what’s expected and that provision has been made for their development
  • Carry out skills assessment to gauge knowledge and ability. This will influence their ongoing personal development plan
  • Set up supervision and mentoring for the new employee
  • Set up any role-specific training for the new hire

CULTURAL ENGAGEMENT

47% of the workforce has turned down a job offer because they felt that the culture wasn’t the right fit for them or that they wouldn’t get along with their colleagues. You need to get this bit right:

  • Explain company culture and values, so the employee understands your ‘why’
  • Meeting their direct team, and any people they’ll work closely with on a regular basis
  • Meet key people in the company, such as department heads, members of the management team, and IT support
  • Helping the new employee to foster personal connections with the team based on work and personal interests
  • Setting up welcome events such as new- starter meetings with the CEO, “First Friday” after-work drinks, and welcome lunches

 

As your Recruitment Partner, 2M Employment Solutions will assist you with the onboarding of new staff members, helping to take the pressure from your team, whilst assuring a smooth experience for the candidate.

Contact us on 02392 387722 if you would like to discuss who we can support your recruitment process, or request a callback below.

CONNECT WITH 2M

Trinity Court, 2-4 West Street
Fareham, Hampshire
PO16 0BH

02392 387722

jobs@2mes.co.uk

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